How to Deal With Negative Team Members

It's not always easy, but talk to negative employees to work towards a happier, more productive work environment.

A survey done by badbossology.com and Development Dimensions International says that, "a majority of employees spend 10 or more hours per month complaining --- or listening to others complain --- about their bosses or upper management. Even more amazing, almost a third spend 20 hours or more per month doing so." Every company will have its share of difficult or negative team members, but how you deal with it is up to you. Improve employee relations and raise productivity by solving or helping the employee deal with the underlying issues causing negative behavior.

Instructions

1. Figure out what's causing the negativity. Observe the situation and have a one-on-one conversation with the negative team member. Never single out a difficult individual in a group setting. Direct the conversation in a positive, constructive manner by providing equal amounts of positive and negative feedback. Enforce that you appreciate the enthusiasm or passion the team member has, but that their attitude can sometimes halt the progress of the team. Adjust the dialogue as appropriate. This feedback is intended to create awareness for the individual who may not be aware that his or her behavior is being perceived as negative. Even the old psychology question "And how does that make you feel," can be a good conversation starter. Let the employee tell you how they feel about the situation, which will provide insights that can help you manage and provide support.

2. Once the employee is aware of their behavior, they'll need to fix the negativity. Request the person providing negative comments or behavior to explain their opinion. Promote critical thinking, as opposed to group-think philosophy or providing one-word responses. If they don't like a plan, have them explain why ask them to suggest an alternative plan.

3. Include the entire team in discussions and decisions where possible. Sometimes an employee will act negatively because he or she feels rejected.

4. Provide credit and praise where it's due. Another source of negativity can come from a feeling of being under-appreciated. This will also assist in motivating a team, as well as minimizing negative behavior.

References

• Harvard Business Review; How to Handle the Pessimist on Your Team; Amy Gallo; 2009
• Harvard Business Review; Employee Motivation; Nitin Nohria; 2008
• Harvard Business Review; Reducing Negativity in the Workplace; Marshall Goldsmith;2007